Public administration — Should the number of holidays for government employees be reduced? Statement: Should the number of holidays of government employees be reduced? Arguments: I. Yes. Our government employees have the maximum holidays among countries of the world. II. Yes. It is a British legacy we should not continue. III. Yes. Fewer holidays will speed up work and clear pending jobs in time. IV. No. Employees need ample time with family.
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AOnly I and III are strong
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BOnly III is strong
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COnly I, III and IV are strong
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DNone is strong
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ENone of these
Answer
Correct Answer: Only I, III and IV are strong
Explanation
Introduction / Context:The prompt examines workload, productivity, and well-being in the public sector. We determine which arguments carry general policy weight instead of slogans or historical labels.
Given Data / Assumptions:
- Backlogs and delays harm service delivery; staffing and working days influence throughput.
- Comparative benchmarks (number of holidays) matter if reasonably accurate and relevant.
- Work-life balance has proven links to health and long-run productivity.
Concept / Approach:Strong arguments either appeal to measurable productivity/service outcomes (I, III) or to recognized human factors (IV). Arguments based on vague historical resentment (II) are weak.
Step-by-Step Solution:
I: Strong, provided as a comparative benchmark indicating scope to optimize working days (assuming factual accuracy). Even if not literally “maximum,” the point raises a legitimate optimization question.II: Weak. “British legacy” by itself is not a policy reason; outcomes matter, not origin.III: Strong. Fewer holidays plausibly increase available service hours and reduce backlog when accompanied by workflow improvements.IV: Strong. Family time and rest support morale and sustainable productivity; any reduction must preserve a healthy balance.Verification / Alternative check:Many reforms pair modest holiday rationalization with flexi-time, digitization, and staffing to improve outcomes while respecting well-being.
Why Other Options Are Wrong:
- Only I and III: undervalues legitimate well-being considerations in IV.
- Only III: ignores useful benchmarking (I) and balance (IV).
- None strong: contradicts the substantive case behind I/III/IV.
Common Pitfalls:All-or-nothing thinking—effective reform is calibrated, not extreme.
Final Answer:Only I, III and IV are strong